Argues for teacher participation in the process of hiring new teachers. Presents a checklist that outlines each step that should be part of a successful hiring system. (IRT)

Recommends an interview technique that penetrates teacher candidates'"good impression" efforts and probes their past experiences--such as how they handled a specific discipline problem or taught a difficult lesson. Intensive grilling about specific lesson plans, disciplinary actions, and achievements and failures is more revealing than informal…

Presents factors crucial to the success of the combination classroom: planning, teacher selection, student selection, parent support, and schoolwide support. (MD)

Describes a turnaround principal's efforts to hire new teachers, revamp the educational program, and increase parent involvement in an Oklahoma City elementary school that had been closed because of substandard achievement test performance. Donna H. Lueker's sidebar describes Project Phoenix, the program that vastly improved city schools the year…

An experienced school personnel administrator shares some advice about using a 10-minute screening interview to identify the most promising teacher candidates. Through this process, school executives can quickly eliminate candidates whose paper credentials mask unsuitability and consider greater numbers of talented, inexperienced individuals with…

To increase the chances of finding and hiring school personnel--especially teachers--who meet its high standards, an Ohio school district developed a five-step process: recruiting, initial screening, application submission and screening, team interviewing, and decision making. The result--selection of 10 highly qualified teachers whose subsequent…

Recommends an eight-step program for school districts seeking first-rate teachers, including (1) determining desirable staff characteristics, (2) broadening recruitment strategies, (3) honing selection procedures, (4) completing preemployment paperwork and placement decisions, (5) beginning orientation immediately, (6) setting up support systems,…

To identify applicants with past criminal records, 22 states have passed laws making F.B.I. checks mandatory for teacher certification. Because many teachers are affronted by background checks and fingerprinting, unions often block this type of proposed legislation. Insets provide tips on avoiding defamation and negligent hiring charges and on…

Presents and interprets an 18-question test to determine how well a school's substitute teacher program functions. Topics covered include substitute teacher screening and preparation, lists of substitutes, lesson plans, staff and student evaluation of substitutes, substitutes' salaries, legal considerations, and making substitutes feel needed.…

Principals claim the authority to hire teachers; however, central office personnel specialists, who are trained to make balanced, legally sound hiring decisions, also have a role to play. In an introduction to three articles on this topic, practices at three organizations outside education that demonstrate a partnership approach are cited. (MLF)

A principal praises a collaborative method of selecting teachers that involves a personnel interview and a background check followed by an interview with the building principal. Several candidates are then interviewed by a team of at least three staff members to ensure that the prospective teacher shares the school's philosophy and vision. (MLF)

In districts committed to site-based management, principals expect to have a great degree of authority in staff selection. A principal maintains that, if district administrators must make the occasional staff selection decision, then the principals should at least be consulted before the final decision is made. (MLF)

Presents effective methods of conducting and documenting teacher interviews. Provides an outline for developing interview skills and documenting the selection process. (MD)

According to a personnel director, principals should be able to specify the critical knowledge, skills, and attitudes they require of prospective teacher candidates. Personnel officials should be able to identify candidates who meet those criteria. (MLF)

Describes how the Community Consolidated School District 93 in Illinois recruits excellent teaching candidates. They use an ongoing, computerized recruiting system. (MD)